In today's "lean-and MEAN" economic world almost all employees are subjected to the rapid cycling of corporate downsizing and constant upgrading. Stress, employee retention and company loyalty, not surprisingly, are critical issues.
One way of recognizing and refueling individual hearts and minds, as well as the bottom line is through a potent Incentive Travel Program (ITP). In addition to their glamorous and exotic appeal, Incentive Travel Programs (ITPs) most effectively increase productivity when they are "Four ''C''-ing": they bolster "Confidence" & "Competence," "Camaraderie" & "Cooperation" both between the corporation and the high achievers and within the specially designated group of performers. A climate of healthy competition, high performance and company appreciation and commitment is instilled when ITPs are:
a) Perceived as fair and not clouded by favoritism,
b) Potentially winnable by most, if not all, relevant personnel,
c) Offering a meaningful and memorable award,
d) Reflecting some personal recognition of the individual's personality and work style,
e) Structured so that throughout the year there are periodic incentive milestones, that is, a stepladder of success, culminating in the distinctive travel reward and
f) Paths, processes and products for improving on past performance. I call it offering Corporate IRAs: Incentives, Rewards & Recognition and Advancement Opportunities.
Psychological Benefits for Individual-Corporate Connection
The psychological - personal and professional - benefits of vital incentive programs are significant. These include:
a) Strengthening the emotional, conceptual and ideological bond between high performers and the corporate identity, the vision and mission and the goals and objectives. When we feel passionate about a product, process or service not only do we work harder in the short-term, but also this dynamic helps build longer-range commitment and loyalty,
b) Giving individual recognition to high achievers beyond financial reward. As Mark Twain observed: "I can live two months off a good compliment." Does this kind of recognition help affirm a person''s self-esteem, strengthen confidence and a sense of one''s marketability? Just ask those Hollywood stars if they covet an Oscar nomination let alone the award!
c) Especially with a national (or international) incentive program, bringing together high performers from across the country or the globe, there's a unique opportunity for far-reaching brainstorming. A company can disseminate new ideas and, if smart, truly allow attendees to give feedback and engage in design and development, not just be the "Amen" chorus. You want to both find commonality amongst the divergent group ("the one in the many") and recognize diversity and difference (of people and procedures, ideas and ideals, etc.) in the corporate collective ("the many in the one"),
d) Integrating entertainment and the educational by creating a vibrant vacation that mixes reward with some playful team building activities (without the program becoming a professional conference). For example, my Practice Safe Stress Programs have been successfully incorporated in ITPs. A discussion and drawing exercise safely and playfully encourages participants to identify the sources of workplace stress and conflict. After itemizing various company stressors, teams of four or five, with colored markers and large flipchart paper in hand, come up with a stress logos, visual symbols, even their own Dilbert-like cartoon.
Believe me, when doing programs for the US Navy; I see plenty of sinking ships and sharks swimming in the water. Also seen: stalking dinosaurs, devils with whips, whirling tornadoes, etc. And invariably there is near riotous laughter throughout the drawing and post-drawing/large group-sharing segment (where groups show and tell about their creative designs). Allowing the troops to occasionally blow off steam or poke fun in a creative, team-focused manner (not just through griping) is a great way for letting folks share real feelings and frustrations, not feel isolated, see another's perspective, experience team synergy, strengthen morale and trust (that is, top management can handle some criticism), and...have FUN!
e) Heightening the company recognition and visibility of top performers. These individuals are better able to become mentors and role models -- in such areas as commitment, tenacity, risk-taking, creative problem-solving, building networks, etc. -- for folks just starting the climb up that ladder of success.
Taking an "Incubation Vacation"
In addition to specific features and rewards of Incentive Travel, there are the general and psychic benefits of being on vacation and breaking from the routine.
The ideal vacation provides both relaxation and stimulation. Go for "R, R & R": Rest, Recreation and Rejuvenation! After a year of intense pushing, the mind, the body and the soul need to be nurtured. A vacation allow us to: a) Get briefly off "The Type A Race Track"...to get refueled, refreshed and refitted,
b) Get outside the box or cube. A change of scenery, literally letting go of the habitual patterns or daily schedule, taking an "incubation vacation," allows one to hatch a new perspective, to truly think and create out of the box. Vacations allow more psychic space for our intuitive, pre-verbal and, often, subconscious right brain to maneuver. Also, there's nothing like gazing across the ocean or being contemplative on a mountain range for gaining or percolating "the big picture."
c) Be exposed to new physical settings and cultures. For example, years back, flying from New York City (where I was born and lived most of my first two decades) to New Orleans (where I resided in the mid-''70s and ''80s - my "American in Cajun Paris" years) I was sitting next to a NYC banker heading for a conference in "The Big Easy." Somehow the conversation turned to a new customer service innovation: feeder lines. The banker noted that more efficient ("Jet") service was "The Big Apple" rationale. His eyes widened upon hearing that the new procedure "way down yonder" was called "Personal Service" for the more private window experience. Different strokes for different folks.
d) And speaking of flying, ITPs are a great way of helping individuals who have become disgruntled or hesitant to fly to overcome their travel inertia. Or to help folks realize, once again, that cyberspace is not the only way to travel. ITPs should reveal the limits of virtual reality!
Maximizing the Reward and ROI
In addition to blending rest and stimulation, education and entertainment, big party nurture and big picture nature, three final suggestions for maximizing the ITP reward factor, psychological benefits and return of investment:
a) When workforce numbers are sufficiently large, employ an award gradient. Using the Olympics as a model, provide ITPs for your Gold, Silver and Bronze top performers. (Consider playing your golden guy's or gal's school song at an award's ceremony. Just kidding. ;-) Of course, there's special recognition for your Gold Medal winners, but this paradigm shift increases the numbers in the company committed to top performance, the ITP process and to the company itself,
b) Continuing the sports reference, why not rewards for "Most Improved Performer" and "Rookie of the Year"? And;
c) Integrate spouses in the ITP. In our 24/7 world, where the walls between workplace and home are forever being chipped away, the role of the supportive spouse or partner is more critical than ever. A mate has had to accept and cope with the top performer coming home late, out of town business trips, workplace tensions occasionally spilling over to the home front, etc. The behind the scenes support person deserves to be rewarded as well. Bottom line, this truly "significant other" is often a critical factor in sustaining a top-flight individual's performance level and commitment to the company. And having a mix can be fun.
I recall a Las Vegas getaway speaking to business owners the first day then doing joint owners-spouses programs the next. The spouses-partners really got involved: they had an arena to good naturedly vent and playfully poke fun. (Maybe this addition also adds a needed touch of humility when these high performers' egos are constantly being feted.) The owners had a chance to affirm how much the spouse meant to their success. It was truly a fun, affirming and win/win production and an opportunity for all to...Practice Safe Stress!
